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“ An Invitation to Service” Changing the Face of the VAVS

VAVS RECRUITMENT STRATEGY RECRUITING TACTICS. “ An Invitation to Service” Changing the Face of the VAVS. VAVS RECRUITMENT STRATEGY RECRUITING TACTICS. While progress has been made in 20+ NAC organizations, total volunteers and hours continue are still down

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“ An Invitation to Service” Changing the Face of the VAVS

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  1. VAVSRECRUITMENT STRATEGYRECRUITING TACTICS “An Invitation to Service” Changing the Face of the VAVS

  2. VAVS RECRUITMENT STRATEGYRECRUITING TACTICS • While progress has been made in 20+ NAC organizations, total volunteers and hours continue are still down • NAC VAVS recruitment strategy and tactics papers updated for 2009 • At all levels, VACO/VAMC/NAC organizations: “Recruitment is a full time, year round responsibility”

  3. VAVS RECRUITMENT STRATEGYRECRUITING TACTICS Preparation for Effective Recruiting • Every VAVS “recruiter” must have thorough knowledge of VAVS history, organization & culture, nationally and locally • Streamline VAVS policies, application procedures, and training processes. Move to on-line completion. • At all levels review, programs, activities, incentives, and recruiting strategies. What’s working; What’s not?? • At each VAMC, form 6-10 person recruiting committee with experienced, innovative volunteers from local NAC organizations • Understand Benefits & Cost of volunteering • Update and/or develop new brochures, recruitment materials, advertising---Make available ON-LINE!

  4. VAVS RECRUITMENT STRATEGYRECRUITING TACTICS WHERE TO FIND THE VOLUNTEERS • At NAC level, identify potential new organizations: Invite to join the NAC -Appropriate service, fraternal, civic, business organizations -Emerging Veterans Service Organizations (VSOs) unique to recent operations: Iraq & Afghanistan Veterans of America, Veterans for Freedom, Student Veterans of America -At VAMC level, identify & approach local organizations to recruit Regularly Scheduled (RS) Occasional (Occ) volunteers, e.g. Business & Professional Corporate Retiree Groups Volunteer Recruitment Websites Colleges (Fraternities/Sororities) Unions/Trade Groups Recognized Youth Groups Military Bases/Units Unions/Trade Groups AARP/NARFE Sports/Social Clubs Home/Auto/Gun Shows

  5. VAVS RECRUITMENT STRATEGYRECRUITING TACTICS Recruitment Tactics • Goals: At each VAMC, increase total number of volunteers and hours10%-20%; lower average/median age to 55-60 • VAVS Invitational Recruiting Strategy -Generational Recruiting Age Demographics -One on One, Face to Face Recruiting --Invite NationalCommanders, Leaders to Sign Up, Set Example -Targeted Recruiting -Family Volunteering -Youth/Teen volunteering -OEF/OIF Veterans Volunteering - Recently Retired Individuals

  6. VAVS RECRUITMENT STRATEGYRECRUITING TACTICS • VAVS Invitational Recruiting Strategy (continued) -Broad-Based Recruiting -Maintain high media profile -Distribute high quality materials -Network with businesses, community groups, leaders -Managing Volunteer Recruiting -Tailor to structure, network within NAC member organizations -Enter into collaborations and partnerships --With other NAC organizations, veterans groups --Share marketing, public relations materials, techniques --With colleges, universities --With other organizations with similar goals/interests

  7. VAVS RECRUITMENT STRATEGYRECUITING TACTICS • VAVS Invitational Recruiting Strategy (continued) -Volunteer Retention -Meaningful work with positive feedback -Allow for personal growth, flexibility in assignments -Create Adaptive Sports Assignments tailored to OIF/OEF and younger, athletic volunteers -Show respect for volunteers -Eliminate barriers to use of volunteers -Establish incentive programs for volunteers that reward hours worked, volunteers recruited -RECOGNITION of volunteers efforts a key to personal satisfaction and retention

  8. COMMITMENT • Manage your organization’s representatives at VAMCs • To Recruitment and Retention of Volunteers: You and your Representatives/Deputy Representatives are “The Frontline Recruiters” • Ensure your representatives attend all quarterly meetings: CRITICAL • Provide up to date training briefings to all your Representatives with strong emphasis on recruitment • Provide meaningful recognition, feedback to your Representatives—review the AJRs and look at volunteer and hours for growth Be sincere, innovative and Flexible----Have passion; it’s contagious

  9. “THE POWER IS IN THE ASK”

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